The difference between feedback formats

Qulture.Rocks allows a company to create pre-defined feedback formats to be used by employees, in order to make the feedback more effective. You can find out how to create new formats here 💜

✅ Free feedback

Free feedback is the simplest and most flexible of all. The feedback can address any issue and be related to various topics in which the employee "can improve" or is "doing well", among others. This means that it can be elaborated both in a positive and constructive sense, without following any predefined pattern.

In addition to its simple usability, this model is very suitable for spontaneous feedbacks given immediately after an event, related to specific behaviors and/or performance. Giving feedback immediately after an occurrence helps in a better understanding of the situation, since more details can be provided.

Finally, its use is recommended for companies in which feedbacks will be exchanged with high frequency.

✅ Stop-Start-Continue

The Stop-Start-Continue presents itself as a structured feedback. It can be used by:

Team that have little experience with giving feedback;

Feedbacks are exchanged with low frequency, such as at the end of each quarter

Unlike Free Feedbacks, the Stop-Start-Continue will analyze behaviors that occurred during a certain period instead of an exact event. Therefore, it is necessary to think about the attitudes that were presented frequently that should stop, start or continue.

When using this model, it can be interesting to bring specific examples, so that the person can reflect on their behaviors and have a better understanding of why they received this feedback.

✅Help your leader develop!

The leader is the persona wich you will have constant contact in your organization, and achieving a good relationship is essential for them to be considered a reference and inspiration, and also making the work environment better.

With that said, it is important that they know your vision about their behaviors and how they can develop these behaviors. Currently there are two questions on the platform that help in this process:

👉 What are the behaviors that inspire you the most in your leader?

👉 What are the behaviors that you or someone you admire possess and would like your leader to be inspired by?

By answering these, you will be able to show your leader what they should keep doing and what they can start doing. With this feedback model, they will feel recognized for their current behaviors and understand what they can improve.

🎉 Bonus 🎉

✅Feedback SBI (Situation - Behavior - Impact)

The major purpose of using the SCI model is to demonstrate that the feedback is not about the person, but about a certain point of behavior that could be different. This reduces the risk of generating a negative reaction and allows a greater exchange, encouraging a conversation among those involved.

And what does each of these 3 elements mean?

👉 Situation: exposing the facts according to your vision and providing the context involved, both in relation to the events prior to the situation, as well as the impact that will be reported at the end of the feedback;

👉 Behavior: within the situation explained, now it's time to point out what were the behaviors and attitudes that the person had on that occasion that could be different, for example a lack of proactivity in doing a certain activity;

Impact: after explaining the situation and behavior that occurred, in a neutral way, it's time to demonstrate the feeling it caused and how it interfered in the explained scenario.

For the feedback to really be effective, it is necessary that the three steps are well detailed and without generalization, because one depends on the other for it to make sense.

🟣 In any case, you don't need to choose between one format and another. Several of them can coexist in the platform, adapting to the situation of the moment. You can even use the model you want in the platform, in case there are others you prefer.

Do you have any questions? #ChatWithUs 🚀 😄